ASSESSMENT REPORT
FOR
Office of Human Resources
Administrative or Educational Support Unit
September 2003 to August 2004
Assessment Period Covered
July 19, 2004
Date Submitted
Expanded Statement of Institutional Purpose Linkage:
Institutional Mission/Goal(s) Reference:
Texas A&M International University, a Member of the Texas A&M
University System, is committed to the preparation of students for leadership
roles in their chosen profession and in an increasingly complex, culturally
diverse state, national, and global society … Through instruction, faculty
and student research, and public service, Texas A&M International
University is a strategic point of delivery for well-defined programs
and services that improve the quality of life for citizens of the border
region, the State of Texas, and national and international communities.
Administrative or Educational Support Unit Mission Statement:
The Office of Human Resources will recruit, retain, and develop quality
staff committed to the preparation of students for leadership roles in
their chosen profession and in an increasingly complex, culturally-diverse
state, national, and global society. The Office of Human Resources provides
services for the areas of: benefits; employment; leave; performance evaluations;
employee relations; policies, regulations, and rules; compensation; immigration
services; staff development; HR communication; and Affirmative Action.
Intended Administrative Objectives:
1. The Office of Human Resources will provide a competitive
benefits/compensation package to recruit and retain quality staff.
2. The Office of Human Resources will provide an effective
automated leave and time-keeping system.
3. The Office of Human Resources will provide effective communication
of System Policy and University Rules.
ASSESSMENT REPORT
FOR
Office of Human Resources
Administrative or Educational Support Unit
September 2003 to August 2004
Assessment Period Covered
July 19, 2004
Date Submitted
Intended Administrative or Educational Support Objective:
1. The Office of Human Resources will provide a competitive
benefits/compensation package to recruit and retain quality staff.
First Means of Assessment for Objective Identified Above:
1a. Means of Unit Assessment & Criteria for Success:
Using the 2003-2004 Survey of Organizational Excellence, existing
employees are surveyed to measure employee attitudes and identify University
strengths and weaknesses. A score of 3.0 or below on “primary questions”
will be addressed through communication, seminars, and management.
1a. Summary of Assessment Data Collected:
Review of the 2003-2004 Survey of Organizational Excellence results
found that we scored below a 3.0 on the 3 “primary questions” under Fair
Pay. The questions were: (1) People are paid fairly for the work they
do, (2) Salaries are competitive with similar jobs in the community, and
(3) My pay keeps pace with the cost of living. However, under Benefits,
we scored above a 3.0 on all 3 “primary questions.”
1a. Use of Results to Improve Unit Services:
The following action has been taken to address the areas of Fair Pay
and Benefits:
(1) Pay increases continue to be reviewed during each budget cycle.
(2) Administration continues its commitment to ensure equitable and competitive
salaries and continues to communicate this commitment to employees.
(3) The HR Office has expanded the communication/publicizing of University
compensation rules to employees.
(4) The HR Office continues to survey positions to ensure competitiveness
with comparable positions taking into consideration internal and external
equity.
(5) Although we scored above a 3.0 on Benefits, we continue to provide
employment benefit education through Annual Enrollment meetings, the HR
website, the HR newsletter, employee email, and benefits training.
ASSESSMENT REPORT
FOR
Office of Human Resources
Administrative or Educational Support Unit
September 2003 to August 2004
Assessment Period Covered
July 19, 2004
Date Submitted
Intended Administrative or Educational Support Objective:
2. The Office of Human Resources will provide an effective
automated leave and time-keeping system.
First Means of Assessment for Objective Identified Above:
2a. Means of Unit Assessment & Criteria for Success:
Using the 2004 Finance and Administration Division Service Quality
Survey, existing employees are surveyed to measure their level of satisfaction
with the automated leave and time-keeping system. A rating of satisfactory
or better will be reached on 90% of the responses.
2a. Summary of Assessment Data Collected:
Review of the 2004 Finance and Administration Division Service Quality
Survey found that a rating of satisfactory or better was reached on 92.4%
of the responses.
2a. Use of Results to Improve Unit Services:
Although criteria were met, we continue to provide leave program training.
In addition, we will introduce an automated time-keeping system which
will ease the record-keeping burden of the employee. Once the automated
time-keeping system is implemented, employees will be surveyed to measure
their level of satisfaction.
ASSESSMENT REPORT
FOR
Office of Human Resources
Administrative or Educational Support Unit
September 2003 to August 2004
Assessment Period Covered
July 19, 2004
Date Submitted
Intended Administrative or Educational Support Objective:
3. The Office of Human Resources will provide effective communication
of System Policy and University Rules.
First Means of Assessment for Objective Identified Above:
3a. Means of Unit Assessment & Criteria for Success:
Using the 2004 Finance and Administration Division Service Quality
Survey, existing employees are surveyed to measure their level of awareness
of System Policy and University Rules. A rating of satisfactory or better
will be reached on 90% of the responses.
3a. Summary of Assessment Data Collected:
Review of the 2004 Finance and Administration Division Service Quality
Survey results found that only 82.6% of the responses were a rating of
satisfactory or better.
3a. Use of Results to Improve Unit Services:
The following action has been taken by the HR Office to address the
area of communicating System Policy and University Rules:
(1) Work closely with the System Office to develop, implement, and promote
new online training modules for general policy topics.
(2) Use additional mediums such as employee email, HR newsletter, training
workshops, and online training modules to better inform employees of System
Policies and University Rules.
(3) Continue to disperse regular reminders via employee email and HR newsletter
about the online availability of System Policies and University Rules.
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